Daniel Fien-Helfman
0:00
Now to kick off our presentation, I would like to introduce Rob Chapman, who is a Senior Social Science Analyst with the COPS Office and the CP-SAT project manager for the COPS team. I can honestly say that neither the CP-SAT nor this webinar would be available without Rob’s interest and involvement in this project since its inception over 8 years ago and his unwavering commitment to support our law enforcement community. So without further ado, Rob Chapman.
Rob Chapman
Great, thanks Daniel. Good afternoon everyone. So on behalf of the Department of Justice COPS Office and our project partners at ICF international, we would just like to thank everyone again for participating in the webinar. We’re going to be providing an overview of this resource that the COPS Office data has made available to all of our hiring grantees and again, the resource is called the Community Policing Self-Assessment tool. Before I begin, I just want to say that it’s our goal at the COPS office to provide whatever resources we can to our grantees to help you guys meet your needs and reach your community policing implementation objectives. That often takes the form of our hiring grants. We also do offer lots of other resources like the CP-SAT, and so that’s what we’re going to be talking about today, is what we call or refer to shorthand as the CP-SAT, or the Community Policing self-assessment tool. We are making this available free of charge to all of our grantees, and today we’re just going to describe a little about how it works and the benefits that we think that this tool can provide. So Daniel if you want to switch the slide please. Thanks. So here you’ll see an overview of the webinar structure and I won’t touch on each of these slide topics because we are going to be going through them, but essentially, during the webinar we would like to give you an idea of the types of activities and the perceptions of the CP-SAT which essentially is a self-assessment survey, the types of activities and perceptions that are captured, what the process entails for agencies that choose to administer the CP-SAT, we now have the experience of the hundreds of agencies that have administered it within our agency so we know a lot about how it runs. We want to touch on what we think you guys can get out of it if you indeed decide that it would be a resource that would be of value to you, and then finally we would like to touch briefly on some of the things we learned about community policing implementation across the country as a result of working with agencies virtually each and every type of agency and that will be the focus of the presentation. So here’s our project team. And we won’t go into really much detail at all, other than to say that we are really proud of the caliber of the team that was assembled and developed, tested and implemented the CP-SAT, ICF International, and they have a lot of experience over the years and technical expertise in developing and administering organizational assessments such as this, not just for law enforcement agencies but across other disciplines as well. You folks might also be familiar with the Policing executive research forum, they are not just a membership organization of law enforcement executives, but they’ve also done a lot of groundbreaking work, various policing topics for over 30 years. PERF served as our substance of our content experts, and they were one of our project partners. Finally, just throughout the project, we tapped into the knowledge and expertise of literally dozens of law enforcement practitioners from all levels, applied policing researchers, and then we also field tested the CP-SAT in law enforcement agencies across the country of various types and sizes. So all that’s just to say that we really believe that we have the right team in place to develop what is an unprecedented resource and we are really excited to provide this to you guys and your colleagues across the country. And here is to just give you a quick overview of the foundation of the CP-SAT, I won’t really talk about the definition of Community Policing, that will come later in the webinar, but what we use to develop the CP-SAT was a fairly straightforward definition of community policing, and that it operationalized three commonly accepted elements of community policing, and that is partnerships, and collaboration, problem-solving, and organizational change. And we turned these into tangible and specific behaviors and activities that can occur at various levels and functions of an agency. As well as it captures the perceptions of activities taking place and of policing practices. So what that does that allows us to provide a comprehensive picture of community policing practices based on the subjective processes that we’ve set up and it allows you to assess where they are in their implementation in community policing with respect to where they desire to be. Now that last part is important because I just want to emphasize that this is not designed to be a scorecard, each agency gets a final report that summarizes the results. But there isn’t any expectation that agencies should be doing all or even most of the things captured by the CP-SAT if those things aren’t important to your agency. So in that sense it is really a self-assessment tool, and then you’re able to interpret the results based on your own organization’s priorities and prerogatives. Finally, I just mentioned the folks who developed the CP-SAT and their knowledge and expertise was incorporated into the project and reflected in the survey. I just want to talk about our goals for one second. Our goals, when we started out this project, were to develop something that would essentially provide the equivalent of what really is a management study, on community policing implementation and practice, and can we provide that free of charge. And the results of that work are scientifically sound, which is important, and that there really is a strong foundation and basis for you to have confidence in the results and act upon them. And then we wanted it to be user friendly enough so that it wouldn’t be something difficult or time-consuming for agencies to undertake. So that ended up being a lot to balance, but I think we were successful in doing that and at this point I’m going to turn it over to ICF and they can talk exactly how we went about making that happen.
Daniel Fien-Helfman
6:30
Thanks, Rob, for that introduction and background. I’m going to now provide an overview of the CP-SAT, it is a…sorry if you could mute your phone so we do not have that traffic, that would be great. Thank you. The CP-SAT is a web-based survey that takes less than 15 minutes on average for participants to complete. It is an agency wide survey, so participants include sworn staff at all levels, civilian staff who work on community partnerships, and or problem solving, and representatives from community partners who are knowledgeable about the agency and how it interacts with partners. So the data collected through the CP-SAT essentially provides us 360 degree like perspectives of your agencies community policing. The questions asked on the CP-SAT are tailored to specific participant type. So as you can see, the command staff, they have 87 questions, those are a little more high level, then questions that would be asked of officers and/or civilians. The community partners, they have the shortest section of the CP-SAT, which is 19 questions. The Spanish translation of the entire tool is, including the community partner section, is available as well, and then lastly confidentiality of participant data is of great importance to the COPS office, as well as ICF International, so I want to make sure it’s clear that all CP-SAT responses are anonymous and that the data collection process provides no way to identify which participants completed the CP-SAT. Additionally, there are no individual identifiers in the data, and no one, for example the agency, the COPS office, or ICF International will be able to link an individual’s data to their name, e-mail address or any other personally identifiable data. The CP-SAT modules, Rob touched on these a little bit, since community policing brought in the nature and number of policing functions paired with traditional policing through its emphasis on organizational transformation, proactive collaboration, problem-solving and external partnerships in order to address the issues that concern both the police and community members, we’ve developed the CP-SAT to measure these three key components to include community partnerships, problem solving, and organizational transformation. In terms of administering the CP-SAT in the next couple slides we’ll talk about the process for participating. So we have administered the CP-SAT to over 50,000 participants over the past two years, so you guys have the benefit of participating after we’ve removed all the initial kinks and really implemented a smooth, efficient process, that makes the administration incredibly easy on the agencies behalf. There are really only 2 simple steps involved in administering the CP-SAT, and as you’ll see on the next slide, our administration team will be doing most of the work for you, really to alleviate any burden on your agency’s resources. So the first step involves selecting a key contact for the agency, and registering for the next administration period. That key contact can be really any staff member at the agency and personal commonly identified from agencies they have administered have included the chief or sheriff, again please mute your phones so I’m not interfering and fighting for voice. As I was saying, so common key contacts include the chief or sheriff, his or her assistant or deputy, personal in the agency’s strategic research or planning department or even a grant manager. Sorry, we have more participants logging in. The second step involves preparing for the administration period. This includes compiling an email list of your agency’s participants. And adapting the template invitation and reminder email draft, which our administration team will develop for you, and sending the emails to participants on the designated dates. On this slide here, we talk about what our administration team will be providing for you. Arguably, we have the best administration team in the country and certainly the best CP-SAT administration team in the world. But in all seriousness, since there is only one CP-SAT administration team as I hope you experienced with your webinar registration experience, we have a very responsive team that has been set up to support your agency throughout the administration process, and we’re available to answer any questions and provide support from 9 A.M. to 5 P.M., Monday through Friday. You might have noticed in the emails that have been provided to you, we also have a CP-SAT hotline which is accessible via email or telephone for you to contact us at any time with questions, technical issues or general feedback and we will respond. Did I mention before that we will do almost everything for you to make it as easy as possible on your agencies. We provide the key contact with the template invitation and reminder emails and we’ll even send that key contact the reminders to send out those emails. Once the administration period begins, we’ll begin tracking the administrating agency’s response rate and follow up with the key contact if their agency has a low response rate, to identify possible factors and then develop solutions for increasing that. For example, most of the time when we identify that an agency has zero responses after the third or fourth day of the administration period its typically because the key contact was out of town when the administration period began and when they got back to their desk they had all these emails and tasks to catch up on and they just forgot to send out the invitation email. Rarely does an agency have a low response rate after two weeks of the administration, but when that occurs we are flexible and able to make accommodations, such as extending the administration deadline. We will also generate an agency summary report and provide that to the agency’s chief or sheriff as well as the key contact shortly after the administration period ends. This slide just shows, as I mentioned, we had developed templates for the agency’s key contact to use as the invitation and reminder emails, so really the only thing left for the key contact to do is update the red text that you see in this email before sending it out to their participants. On this slide, you can see the format of the CP-SAT which is what a participant will see when they take the survey online. We do have complete PDF copies of the CP-SAT with all the items, so we can send those upon request and they identify the specific questions that are asked of the various stakeholder types. As I mentioned, at the end of the administration period, the final step in the process involves our team generating an agency specific summary report. After an agency completes its first administration the agency’s key contact and chief executive will receive that summary report, which, as the name implies, provides a summary of the agency’s data in a user-friendly format. Agencies also have the option to administer the CP-SAT a second time. Agencies that do choose to complete a second administration will be provided with a pre-post summary report at the end of their second administration. This report summarizes that agency’s data for the two administrations as well as presents benchmark data from other agencies that are identified as similar based on specific criteria that include sworn staff size, population in the communities that are served, and the specific agency type, for example, police, sheriff, municipal government, or tribal. Based on the feedback we received from agencies that have already administered the CP-SAT, there’s been a strong desire to access the benchmark data after completing the first administration. So our administration team is in the process of reviving the agency summary report and that should be completed prior to the end of our next administration period, which is on August 20th. So if you elect to do that, administer then, you would be able to receive the benchmark data after your first administration. On this slide, there are three screenshots, of the summary report, and these reports are broken down into three sections, as you see in the first screenshot, number 1, the report first presents the summary score for each section within the CP-SAT. In screenshot number 2, it’s an example of the middle sections of the report which examines those scores, the scores within each section in a little greater detail. As you can see there’s the average line officer score, with first line, supervisor, and score command staff and civilian staff. In screenshot number 3, the end of the report includes an appendix and this displays the average ratings on each question asked within the CP-SAT. The information on these reports will help the agency assess to which the extent the community policing philosophy has been implemented throughout the agency. And the data can be used in identifying its community policing strengths as well as areas for improvement. It can be used in strategic planning, understanding perceptions of community partners, and identifying any discrepancies of community policing perceptions among stakeholder types. And lastly as you can see, the data are reported in aggregate to each agency at the agency’s level. So again, no individual responses are reported. Additionally the CP-SAT modules and sub sections are broken down by staff type, when a sufficient number of responses are collected. To help protect respondent confidentiality any individual item or subsection where fewer than 3 responses are collected, will not be displayed on the agency’s report. On this slide, we have the example of the pre-post summary report, so if your agency chooses to participate in a second administration this is an example of what the report they will receive looks like after their second administration. This report includes the same three subsections or sections as the summary report but it currently differs in that it provides pre post data which data collected through the first and second administration. And that can be used in tracking implementation of community policing, and also differs in that it already shows the benchmark data, which provides an agency with a greater context for community policing. On this slide we have the benefits, which there are a lot of benefits and reasons for your agency to consider administering the CP-SAT. As a CHRP grantee, your agency has the access to this valuable resource for free. The COPS office is covering the cost associated with this webinar, the administration of the CP-SAT, as well as the reporting. The CP-SAT is comprehensive; it lists its input from officers, supervisors, command staff, civilian staff and community partners to help agencies measure the extent to which their community policing has been implemented in various units and ranks within the agency. It’s also quick for participants to complete and easy for the agency to administer. And then lastly, administering the CP-SAT provides immediate benefits to the agency’s community policing initiatives. In addition to the valuable data provided in the agency reports, which based on agency feedback have been used to facilitate discussions among key departmental personal, update community policing plans, as well as develop new community policing initiatives, the questions asked on the CP-SAT of participants within the assessment can help respondents better understand the philosophy of community policing by identifying specific components of community policing that should be incorporated into their everyday police functions. Now I’d like to introduce two representatives from agencies that have already administered the CP-SAT and are recipients of the community hiring recovery program grant, first we’ll have Chief Reynolds, whose the Chief of Police at Greer Police Department in South Carolina, and they’ve been involved in two administrations and they have a sworn staff size of 54 officers. So Chief Reynolds.
Chief Dan Reynolds
22:31
Thank you Daniel. Basically let me put this in context for everybody. And also what I would like to do is give everybody my phone number in case you have any questions later on, the number here is 864-848-2162, and my email address is dreynolds@cityofgreer.org and if you missed that, you can always go to our website, just go to City of Greer South Carolina. I have approximately 40 plus years of experience in policing, I came from the Savanna metro police department and spent 34 years with that department. The city of Greer is located in the upstate, right along interstate 85. We have a metro airport located here, a railhead adjacent again to that major highway and soon we’ll have a South Carolina inland port, which is being constructed here and should be finished by October. Our city has adopted and promoted a goal of provided services beyond our clients or our customer’s expectations, which is pretty demanding. Our department years ago, even before I came here and made a conscious decision, of community policing as its basic philosophy, focusing primarily on developing community partnerships and problem solving. Problem solving seems to be the major strategy in developing any community policing program. We are fortunate, thankful we had the opportunity to participate in this assessment, really we needed to know just like any city, where we stood in the implementation of community policing. The assessment tool really helped us to identify strengths and weaknesses in our program, or in our efforts to implement community policing. We didn’t have the staff because of our sizes. Most departments develop an instrument to do that so we’re very thankful to the ICF staff for what they did. I’d also like to say that the staff will work with you and was very timely in their responses to our questions whenever we had questions about the survey. And the survey itself is very simple and easy to administer, it doesn’t take much time. Some of the areas that we identified that needed to be improved based on survey results, again, we got the baseline survey in 2012,we had some difficulty in trying to implement some of the improvements simply because we had a major reduction in our resources and staffing because of changes in the retirement program here. However this year we are making a major effort to improve. One, we found out that we needed to provide some more training, and also for civilian staff, and also allow them to participate in a lot of our COP and POP efforts. They were not being involved and did not understand the concepts; we got that information by reviewing their responses to the survey. Additionally, we needed to update our training for our officers, we have a lot of new officers, about 20% of our patrol force are brand new, less than a year or two years of service and have not been exposed to that kind of training and it was obvious based on the responses in that section of the survey that we needed to do something there. We also understand that we need to, again based on some of the responses, focus – adjust our evaluation, performance evaluations so they measure these officers involvement in those areas, emphasize those areas. I would strongly suggest that anybody that’s really serious about community policing, problem solving and engaging their community that you take these surveys, I mean you got to walk the walk and not just talk the talk as they say. If you’re serious about it, you’ll get involved in this survey. And I just want to thank staff of ICF for all the help and assistance they’ve give us in this. I also want to make sure that all of you chiefs out there understand that all the results are confidential, they don’t report it by agency, and all of the results have been kept within this department for us to use to make improvements in our program. That’s all I have to add.
Daniel Fien-Helfman
27:18
Alright, thanks a lot Chief Reynolds. Next, we will have Paul Paskoff who’s the Chief Director of Research and Planning Division with the Charlotte Mecklenburg Police Department in North Carolina. And they were actually the pilot site for the CP-SAT, so they’ve seen it kind of develop over the past couple years. They’ve administered the short form, which is the web version that is currently being used once and they’re a little larger, significantly larger, but they have a sworn staff size of 1900 and they’re sample, participant sample for the CP-SAT was 1200. So Paul.
Paul Paskoff
28:02
Yes, good afternoon, can you hear me? Okay, I’m the research and planning director for the Charlotte-Mecklenburg police department and we’re selected to kind of lead the effort for our agency and as just was noted that we have close to 1900 officers, 520 non-sworn that are a part of the organization, as you can tell from the name, we are a regional police department. In 1993, the Mecklenburg county police department merged with the city of Charlotte Police Department obviously viewing it the Charlotte-Mecklenburg police, we cover both the incorporated city of Charlotte and the unincorporated area of Mecklenburg County. And there are six smaller towns that have their individual police departments on the line of the size of what you just heard in South Carolina. For us, the survey was done electronically, it was very easy for us, we have through our systems, just through outlook a listing of all the officers and it was a matter of sending out the survey that way and every week I would go in and just remind everyone who hadn’t finished it to please go in and complete it. And as you heard, we had a fairly good return on the results. And as the chief said, our experience is that any questions I had were easily answered and so it was no problem for us at all. The results kind of pointed us to kind of what we had already intuitively known, Charlotte-Mecklenburg police department was one of the leaders in community oriented policing through our previous chiefs. But over the last some years we’ve had to concentrate on more directed patrol when crime started going up, we started seeing that we needed to do more again into community policing and the survey showed us again what we intuitively knew that we needed to do more. Now what that more has become, is we have now, in fact tomorrow is going to be our second class, is a leadership development learning agency program that we’ve launched and its not only for us but for seven of the larger police agencies in North Carolina. And we are working with the University of North Carolina in Charlotte and what we’re doing is kind of doing a refresher course and then going to a deeper dive into problem solving and it’s aimed at our lieutenants and also lieutenants from these other agencies. For example, tomorrow when we start our class, our second class, we’ll have 15 lieutenants from the CMPD and we’ll have lieutenants joining us from the Nashville Police Department, Wilmington Police Department and Winston-Salem. And they will go through 5 separate sessions with a professor from UNC Charlotte to the point where they are re-learning what they had to learn some years ago so they can in turn start working with their sergeants and their officers to approach of crime problems with problem oriented policing as we’ve always done but we want that renewed emphasis and that’s what this survey showed us, confirmed for us, we needed to have that renewed emphasis.
Daniel Fien-Helfman
31:55
Alright, thanks a lot Paul.
Paul Paskoff
31:59
You’re welcome.
Daniel Fien-Helfman
32:00
You just heard from two representatives from agencies that have administered it – I mentioned we’ve had over 50,000 participants and I think each of them would provide similar feedback on how valuable the CP-SAT has been for their agency. So, thanks again Chief Reynolds and Paul for volunteering your time to share your experiences on behalf of your agency and now I’ll turn it over to our ICF CP-SAT project manager, Rebecca Mulvaney.
Rebecca Mulvaney
32:37
Thanks so much Daniel. First of all I just wanted to mention we just started hearing some background noise again that would be great. We wanted to spend a few minutes today talking about, we wanted to spend a few minutes today talking a little bit about some of the results that we’re starting to see in this assessment. Obviously the most important thing with this is you getting the results on your agency but we are looking across agencies as well. If you look at the slide, you can see we actually administered this at this point to over 450 agencies and that’s included over 50,000 individual participants. Next slide, alright thanks Daniel, with the 50,000 participants, the largest group has been line officers, we’ve actually have 30,000 line officers participate at this point. We’ve also had almost 10,000 first line supervisors, almost 3,000 command staff, 4,000 civilian staff, and over 4,000 community partners. I wanted to mention, actually go back for one second, I wanted to mention specifically with the community partners, this is an interesting one because it’s not required of agencies to include community partners, this is an option. You can either send the link out or not. Of the agencies who have opted to send that link out, on average, they’ve included about 8 partners. And out of that, that’s actually over 4,000. Alright next slide, alright just a little about the scores that we’re starting to see. As you might expect, across about 450 agencies the scores tend to average out to about 3. And that’s the case for community partnerships, problem solving, and/or transformation. And we wanted to look a little bit at what some of the differences might be between, you know across agencies. And one of the things we wanted to look at was size of agency. We can see here that actually the scores decrease slightly as agency size increases. Next slide. We also looked at this by size and population served, and what you’ll see here is that again scores tend to decrease slightly as the agency population or size of the population that they’re serving increases, so in particular you can see that agencies that serve less than 2500 people tend to have slightly higher scores, than those larger agencies, when you get above 2500 the scores even out just a little bit. But there’s a trend nonetheless. Alright, next slide. We also looked at geographic region, what we found is that agencies in the South and the Caribbean tended to have slightly higher scores than their counterparts in the Northeast and the West, and in the West . Another thing to note about this, obviously the Northeast and the West tend to have more urban areas, often larger agencies, so there may be something going on here with the urban areas, that’s something we’re going to be looking at over the next few months, but for now we do see a slight trend that those in the South and the Caribbean tend to have slightly higher scores. Alright next. Other than this we are really just getting started with these analyses, some of the things that we’re going to be looking at are things like how do sworn staff perceptions of partnerships align with their partner responses? Do supervisor attitudes drive implementation of community policing of the agency level? We also wanted to look at how do different components of the org transformation section predict scores on other survey sections. So Org transformations really the infrastructure of community policing so we wanted to see if there are components of that that seem to really predict things like problem solving or partnerships, so we’ll be taking a closer look at that as well down the road. And we’re also looking at are there other agency characteristics that affect if we use that score so a few we mention are geographic region and size today, but there may be other agency characteristics as well, that may make a difference here so you know again the main point of all this is so that you can measure your own community policing but we thought you might be interested in just seeing a little bit of what we’re seeing across agencies and you know we’ll be keeping you posted on the results that we find so just stay posted. Alright thanks.
Daniel Fien-Helfman
38:18
Alright, thanks Rebecca. The next steps to administer the CP-SAT, as I mentioned a little earlier, our next administration period will begin on August 20, 2013, so a little less than a month away, if you’re interested, if you’re agency is interested in joining this administration period and taking advantage of this valuable resource, you first need to identify a key contact, and that person then needs to email or call the CP-SAT hotline either via email or the telephone number provided there to register. The second step and the only other step then is finalizing the survey invitation and reminder emails with compiling an email list of all the participants who should receive those emails on the specified dates. As a reminder, just to reiterate, we have a great ICF CP-SAT administration team that is available and will be doing everything to support you. Now we would like to open it up for questions, if you want to unmute your phones now, this is the appropriate time so that we can hear you.
Detective Crawford
39:54
Hi, this is Detective Crawford from the city of [unclear] Police Department in Miami Dade County Florida.
Daniel
39:58
Hi.
Crawford
40:00
My question is, alright, I’m not sure if we’ll be ready to do the one on the 20th. Do you have a projected date for the one after August 20th?
Daniel Fien-Helfman
40:15
We don’t have a solidified date for any future administrations after the 20th, but we will certainly keep agencies posted once, you know, once those dates are determined. We are flexible and able to accommodate agencies based on a convenient date for them. As I think is pretty clear, it makes a lot more sense to administer in these ways that we have designated so that all agencies are in the same process and stage during the administration.
Crawford
41:01
Thank you.
Daniel Fien-Helfman
41:02
Thank you. Any other questions?
Audience Member
41:21
Will you be sending out the PDF’s that you said that you have referenced to questions to everybody or do we have to specifically ask?
Daniel
41:30 Fien-Helfman
The PDF’s of the CP-SAT?
Audience Member
41:35
Yeah.
Daniel Fien-Helfman
41:36
They are available upon request. So if that’s something that you’re interesting in seeing please just follow up with the CP-SAT hotline and we’ll get that to you right away.
Rob Chapman
41:50
This is Rob Chapman from COPS again, we actually have a bunch of materials and resources and some more information and I think Q’s on our website, all focused on the CP-SAT for CHRP grantees, so if you visit our website at www.cops.usdoj.gov and under funding just go to CHRP and you’ll see a page that’s devoted to the CP-SAT for CHRP grantees.
Daniel Fien-Helfman
42:20
Thanks Rob. And that link that he just mentioned is also the bottom link on this slide so when we email all of the attendees the slide deck you’ll have access to that link as well so you don’t need to go searching for it. Other questions before we move on and conclude the presentation?
Audience Member
42:51
This is Dwight Neil from Dillard University, New Orleans.
Daniel Fien-Helfman
43:05
Hi, and did you have a question?
Audience Member
43:06
Yes, you said there were 85 questions or commands there?
Daniel
43:16
Yes sir.
Audience Member
43:17
Alright, now where will we get those questions?
Daniel Fien-Helfman
43:20
When will you get those? If you could just follow up with our CP-SAT hotline and just put in the request to receive a PDF copy of the CP-SAT, we’ll send it over to you right away.
Audience Member
43:37
Okay thank you.
Daniel Fien-Helfman
43:48
Any other questions?
Audience Member
43:53
Yes. If the chief from Greer police department is still on real quick if he could give his phone number again, I think I wrote it down wrong 864-848-2162
Chief Dan Reynolds
44:07
Sure, that’s correct its 864-848-2162.
Daniel Fien-Helfman
44:16
With that, Chief Reynolds and Paul, if I could have you provide your contact information in the email that will be provided with this presentation. Is that okay?
Paul Paskoff
44:29
That would be fine Daniel.
Daniel Fien-Helfman
44:30
Okay, great thank you. Any other questions? Alright, well I think those were some great questions, if any questions do come up, you know after we conclude the presentation, as I said we are available to support and we’ll get back to you as soon as we can. We are very responsive, so. Any questions that come up later on, feel free to contact the CP-SAT hotline via phone or email. So then I just wanted to make sure you had our contact information to allow any follow up with us with questions regarding the CP-SAT, as I mentioned we will be providing you with a copy of this presentation and an audio recording of the webinar should be available to access on the COPS website soon. I again want to thank the COPS office for its commitment to community policing, Chief Reynolds and Paul Paskoff for volunteering their time to speak on behalf of their respective agency’s CP-SAT administrations and all of you guys for attending and taking time out of your busy schedules to join us this afternoon. I hope you found this webinar to be a valuable use of your time and that your agency sees the value in this great resource that the COPS office has made available to your agency for free. As a reminder, our next CP-SAT administration period is scheduled to begin on August 20th, so please contact our CP-SAT hotline to take advantage of this opportunity by registering your agency to participate. And that concludes our presentation, I hope everyone has a wonderful afternoon, and thanks again for joining us.